WHS and Wellbeing manager negligence - October 2020

“Remember, a fact is a fact, no matter how hard the liars amongst you might try hushing it up.” Billy Childish

On 6 October 2020, I also posted the claim form to the WHS & Wellbeing manager, because I no longer trusted the Return to Work coordinator. Enclosed was also a letter of complaint. I wrote:

“This is a letter of complaint regarding the management of my workers compensation claim. It has been almost five months and I have not had any form of communication from [the RTW Coordinator] regarding a return to work plan. I have remained isolated and marginalised and I continue to be exposed to the harassment and intimidation from Rena Christmann that poses a threat to my safety and wellbeing. You may recall I called you when I first made a claim and you referred me back to [RTW coordinator] who knew more as she was managing my case. I’m not sure if it is due to incompetence, negligence or she’s also been bullied by Rena Christmann in some way (I wouldn’t be surprised), but you must take over this case now as Manager, WHS & Wellbeing. It has become very serious and I depend on your responsibility for the legal obligation the organisation always had for my safety and wellbeing.

I therefore send you the worker’s injury claim form that should have been processed months ago. I only found out because I made enquiries with WIRO. A WIRO consultant sent it to me, which I immediately completed and emailed to Catholic Church Insurance. I also attach my last two emails to Catholic Church Insurance because their delay is now going to cause me financial hardship as well. For serious safety and privacy reasons, I did not add my details on the express post envelope as the sender. But I will have tracking confirmation that it was delivered.

I am going to provide you with a summary of the hell I was put through by HR executives… Read this carefully and take it very seriously… I will also be contacting the SafeWork NSW [inspector] I had spoken to a few weeks back, to liaise with you regarding my case.

I officially reported the bullying on 2 July 2019. The negligence of Library executive astounds me. I didn’t go to HR. I was fobbed off to HR with no communication or understanding what I needed to do via established procedures. The alarm bells went off regarding … adverse action began around October 2019 when I received a letter from [the HR associate director]…She just kept copying and pasting the same Enterprise Agreement clause to go to an IME without any meeting to discuss her reasons. Believe me, I tried…It’s all documented. My full-time job since July 2019 has included collecting all the evidence that reveals my intended outcome as opposed to theirs. That clause seems to be the go to line as a scapegoat to avoid their legal obligation to take bullying complaints seriously and instead, take adverse action against the victim.

Moving forward to March 2020, in a “dispute” resolution, Rena Christmann takes my advocate to another room (an “unorthodox” decision, more aligned to a calculated plan), to present a text message from 6 months prior that I’d sent in confidence, part of a string of communication, to the staff campus minister…, for support. Apart from having no recollection of that message when my advocate told me later, why was my private communication in the hands of HR without my knowledge or permission? I went back that night and retrieved the entire communication, to find the one taken out of context, and entirely irrelevant to my work issue…

…my family became fired up for the privacy violation that implicated them in a work-related matter. They chose to make their own complaint of all the harassment [they] tolerated from [the manager] over a number of years, the worst one was coming into our home the morning after my dad’s suicide and ambushing my mother, out of all people, harassing her as to when I would be expected to return to work because it was a busy time of the year. 

There are other incidences. Some of my own include having her call me for work-related matters when I had serious respiratory issues because I pushed myself so much at work I ended up with pneumonia; Or the time I had to take one day carer’s leave end of 2018 to take care of family and liaise with doctors in hospital. The usual my “obligation to the university” and “can you come in for half the day” and “family is affecting my work” was said. This is a pattern of behaviour that I haven’t been the only staff member to have experienced.

Moving on, Rena Christmann has sent a threatening email, to my family with intent to intimidate, with all the big wig lawyer “stuff” in an attempt to silence them in case they go public with how [the university] handles serious complaints from the community. 

(NB. I wasn’t disputing anything. I made a complaint of workplace bullying and harassment and discrimination and expected a risk assessment to eliminate such psychosocial hazards for a safe work environment. For all the staff, but especially for me because I was on the verge of collapse when I finally had to explicitly ask for support on 2 July 2019).

About 6 weeks later, I come back with a new employment lawyer, catching them all off guard. The last letter to my employment lawyer from Rena Christmann had serious lies, that my team felt afraid and in danger around me. That would be laughable, had she not made a claim, in this letter, that she can produce a statement signed by my team. A falsified document is yet another very serious thing. Only by coercing and threatening the staff, could this happen (and where’s the confidentiality in my case if she did something so immoral, not to mention it would open up a bigger can of worms for the organisation, if she’d do this), or, most likely, she would just have a fake document produced. It was this very serious threat that made me so distressed and traumatised I immediately applied for workers compensation on the advice of the lawyer. I had actually sent her a text message asking if it was safe to open her email because I’ve been relentlessly harassed and bullied by HR (note: see http://mystory-myvoice.blogspot.com/2025/04/dangerous-psychopathic-letter-2020-part.html)…There is definitely a dangerous individual here, and it’s not me.

Even though I explicitly demanded she leave me alone, she ignored my demand. I forwarded the last email to my psychologist and deleted it from my account. I nearly ended up in an argument with my psychologist in my distress because it seems Rena Christmann is still demanding an IME (BTW. I’d already been to one organised by the employer, and it was terminated by the “practitioner” within 5 minutes, probably feeling threatened by all my questions to understand why I was there. I had a support person, a witness…). Rena Christmann has continued to harass me and even my family…

The advice of a WIRO consultant is to immediately apply for a stop bullying order against Rena Christmann… (NOTE: see http://mystory-myvoice.blogspot.com/2025/05/the-unfair-work-commission-denying.html why that would fail and be more abuse towards a target). I had a right to personal leave, whether carer’s, sick, or compassionate, but my personal privacy and boundaries were repeatedly violated by my manager... My work was affected from 2017, by a poorly implemented restructure that ultimately left me exposed to more of her bullying, harassment and discrimination, but now I was being bullied to do this to my team. I’ve been through hell because I’ll never do this to anybody…

For now, I’ve blocked emails from Rena Christmann, both from her personal [university] email and the HR-notifications one, to my gmail. Please be aware of this, it’s the only way to stop her sickening harassment. I also inform you of this action in case she tries to use her “power” in other threatening ways toward me. I request you make sure she respects my request to leave me alone now, and HR executives are to NEVER disrespect, threaten, intimidate and harass my family again. Otherwise my family may have no choice but to publicise how this university handles serious complaints from members in the community…

Not only did they cause tension in my family, it placed their health and wellbeing at risk too…

I think, in time, my family are owed a formal apology (at the very least), for having being dragged into a work-related matter of mine in such an immoral way. The mission of the university includes a commitment to the dignity of the human person. The university tore shreds off an entire family’s dignity. How are they going to repair this damage, restoring my dignity and extending this courtesy to my family, implicated unfairly and unethically in desperate attempts to destroy my career? Whoever heard of such a thing?

If someone can show me a clause in my employment contract where it states I’d be playing strategic war games, my mistake for missing it and signing the contract… I’m sure there was no such clause. I’ve also made enquiries with NTEU because there has been suspicion that my personal email account has been intercepted, which is prohibited by Workplace Surveillance legislation. I’ve been isolated, marginalised and denied a support network for too long by manipulative tactics of Rena Christmann, [the associate director and director in HR]…

Can you identify any of the values and SafeWork practices [the university] boasts about in its brand and image in this entire case? As I mentioned in an online union meeting in August, the upcoming VC needs to begin by restoring the integrity [the university] once had.

I need to return to my job in a safe work environment free from such a toxic nightmare, and so I can do my job with dignity once more…

By Friday 9 October 2020 can you please:

• Make the relentless harassment and threatening emails from Rena Christmann stop. Escalate this matter, speak to the relevant people, but make it stop…There have been serious breaches in WHS & Wellbeing laws, privacy, discrimination, and generally, human rights beyond employee rights under general protections in Fair Work legislation. The reason for repeated Certificates of Capacity of not being fit to work is due to the gaslighting, manipulative tactics of Rena Christmann. According to my psychologist, I should be focused on my health and wellbeing. That’s been impossible because I keep getting harassed, victimised, intimidated and I live with trauma, feeling paralysed with fear. I don’t feel safe because of this person. I demand that [the university] respect my request that she is to stop bullying me... I need confirmation by Friday.

• Escalate the decision regarding financial compensation from Catholic Church Insurance and communicate with me regarding a return to work plan. Make sure I am not in financial distress because I have used all my leave entitlements in my attempts to be fair to [the university] and to the insurer and to everyone. And the return was a serious denial of my human rights, immoral actions and inhumane treatment.

• Take over my case and communicate ethically, honestly and respectfully with me for my goal to return to work…this issue regarding my health, safety and wellbeing has become urgent. On my part I will contact SafeWork NSW’s consultant who offered to assist me, if needed. I will ask her to liaise with you.

• I need to reconnect with colleagues who value and respect me as I respect them. I have been in solitary confinement long enough. As I had mentioned to a manager of staff campus ministry whom I asked for pastoral support and was ignored: What’s my crime, my integrity? I’d rather this persecution, judgement and injustice than be bullied to do my job in an unethical manner.

Please call me on Friday to give me an update…I can’t email you until I have confirmation regarding my email account being intercepted. Rena Christmann has proven she is capable of anything…You are responsible for my safety and wellbeing as the manager of WHS & Wellbeing. Everyone else has been extremely negligent or unethical. Please cooperate and communicate with me as I have been willing to do all this time. To date, I have been the only one making an effort. I need support and to feel safe.

Kind regards, 

Vicki”

The WHS & Wellbeing manager was as reckless and grossly negligent as a WHS duty holder. 

So was the SafeWork NSW inspector. That experience was degrading and horrendous. To be continued in the next post. 

Below is the claim form enclosed in the express post envelope addressed to the WHS & Wellbeing manager. To this very day, the employer details section is blank. 

The self-insured employer is withholding my legally owed weekly payments. They are committing fraud. 

I have been committed to the university, it’s Identity and Mission, in my employment since 2001. And stealing everything I worked for in fraud as wage theft and entitlements, is how I’m treated in return. This is the Vice Chancellor’s commitment to the dignity of the human person and common good. 

This post is based on documents 103a-104. It displays adverse action for requesting generally protected workplace rights, privacy violations, deception, workers compensation fraud and reckless conduct that condones engaging in WHS breaches and creating psychosocial hazards, not managing the risks as the PCBU is reasonably expected to do so, BY LAW. 

Document 103a

This was in my scanning app. Dated 5 October 2020. It is annotated, addressed to the Return to work coordinator. I sent this in hard copy, express post to the WHS & Wellbeing manager, with a pseudonym for my safety & due to relentless privacy violations from the national manager of employment relations and safety, Rena Christmann. 

The Employer still has not filled in their details to this day - it's incomplete

Reading material:

NOTE: Government agencies love producing their glossy publications. But when it comes to enforcing compliance ON ALL KEY STAKEHOLDERS, the likes of SafeWork NSW and SIRA NSW cause serious harm to the target instead. 

This is what happened in my story. 

I still live in fear. And I can’t live in fear anymore.

SafeWork Australia. (2019). ‘National Return to Work Strategy 2020-2030’. Online: https://www.safeworkaustralia.gov.au/doc/national-return-work-strategy-2020-2030

Catholic Church Insurance - October 2020

You shall not steal.

Exodus 20:15

On 2 October 2020, I sent an email to CCI, with the claim form provided by WIRO, attached. 

I wrote, “Please find attached the Claim Form and pay statement at the time I made the claim on 22 May 2020. I'd like to know why I wasn't informed about this form and why there's been so much delay in communicating with me. I was only informed yesterday (1 October 2020) about this form via WIRO. 

The expectation of communication, cooperation and collaboration to move forward with a return to work plan has not been reciprocated by both my employer and the insurer. I request clear communication, updates and transparency with the next steps in the process from this moment on. I am now going to be in financial distress because I have used all my leave entitlements in attempts to be fair and reasonable with HR (personal, annual and long service leave), I have continued to be exposed to harassment by the individual that was the main cause for the claim, and only through my own enquiries and effort do I find out about information I should have been given weeks ago. 

…Can you also tell me if I need to post this form to the WHS consultant…”

On 6 October 2020, the only response I received from the “senior claims specialist” was an acknowledgment, not an answer to my question as to why I was never informed of and provided with this form (later, through WIRO, the answer was “an oversight”).

Remember readers, I’ve been working in my workplace since 2001. Honourable, dedicated, committed, ethical, hard work, for the benefit of the university community. 

I should have been provided with this claim form months ago. 

The “senior claims specialist” replied with,

“I would like to inform that we have received the claim form and you do not have to send this to your employer.”

But I did send a copy of the claim form to my employer, via express post, to the WHS & Wellbeing manager, with a pseudonym caused by my fear of Rena Christmann and her process corruption and relentless privacy invasions.

CCI did not process the claim form and provide payments, among other mandatory compliance. CCI never sent me a completed version with the employer section filled in. Did the employer follow mandatory compliance and enter the injury in the risk register? 

CCI must accept liability as it’s an at fault claim for continued harassment from the main cause of my claim, negligence, recklessness, fraud, and non-compliance under workers compensation regulations. All my entitlements, including my job as per injury management plan, and income stolen, must be returned, to stop further harm and injuries, immediately. 

I also emailed the following, to CCI “senior claims specialist”:

“Your delay to act has continued to leave me vulnerable to harassment from the individual who finally led me to make a claim… And from this week, I’ll begin to suffer financial distress. The income stops, but the bills don’t. I have tried to be fair to all parties, including you, the insurer. Who has been fair toward me? 

Supporting my claim will also force the insured to take workplace safety seriously from now on…The employer had a legal duty of care, and I require cooperation, communication and collaboration to return to work in a safe environment.”

See above for the indifferent response; a cold-hearted acknowledgement from the “senior claims specialist” that CCI received the claim form.

This post is based on documents 102, 103 and 105. It displays adverse action for requesting generally protected workplace rights, privacy violations, fraud, deception and reckless conduct that condones engaging in WHS breaches and creating psychosocial hazards, not managing the risks as the PCBU is reasonably expected to do so, BY LAW. 

It’s time the NSW State Insurance Regulatory Authority is publicly held accountable to enforce compliance on ALL KEY STAKEHOLDERS. 

SIRA NSW Fraud Framework - https://www.sira.nsw.gov.au/resources-library/regulation-and-fraud/preventing-fraud/fraud-framework 

Enter Independent Review Office - September 2020

 “A boss has the title. A leader has the people.” 

Simon Sinek

On 25 September 2020, I finally learn I can complain about the insurer’s delays, through WIRO (now IRO). 

I still hadn’t received a decision from Catholic Church Insurance. It was through IRO I’m informed of a claim form I was meant to receive, that apparently would have ensured a decision in 21 days. IRO provided me with the form on 1 October 2020. 

I sent my completed sections of the form to CCI on 2 October 2020, and sent it express post to the university’s WHS and Wellbeing manager. I didn’t trust the Return To Work coordinator anymore. I also enclosed a letter of complaint, and requested he keep me safe, as the WHS manager. He failed and was coerced into reckless conduct as well. 

This claim form was never completed by the employer and the insurer neglected to process the claim and provide payments. They made sure I was ripped off, exploited, as though I signed a contract that I was slave labour for twenty years, with no human rights. 

I quote what I wrote to IRO, “In my efforts to reason with HR and avoid a claim, I have used all my personal, annual leave and long service leave. This ends on Friday 2 October 2020. I am now suffering from distress for two reasons: 

Firstly, the HR manager that I demanded to stop harassing me, has ignored my demand. I had informed the independent medical examiner on 23 July 2020 that as soon as the harassment stopped, I immediately started to heal and recover. Unfortunately the harassment hasn’t stopped and will only happen if the insurer finally makes a decision in my favour. This HR manager has caused safety and wellbeing risks not only toward me but my family in serious attempts of adverse action taken against me for asserting an employee right to a SafeWork environment free from bullying and harassment. A legitimate return to work plan will assist in ending this harassment that this individual, who is well aware, triggers fear and distress in me. 

Secondly, I’m now fearing financial stress because the insurer has taken longer than I anticipated to make a decision…I have legitimately exhausted every avenue I could think of to reason with HR. I managed to survive the initial workplace bullying since a poorly implemented restructure left me exposed to this from January 2017; I finally had to report it on 2 July 2019 or collapse from serious burnout, among other health issues caused by ongoing work related stress; and then I survived frightening adverse action taken against me by HR managers until I finally spoke with my health professionals that there’s no other option but to make a claim. 

I think it’s fair to say I’ve shown resilience and strength to survive what I was being put through. But I am human and the trauma is real. I now need support, both financially … and assist with a return to work plan and for the harassment to finally end”.

On 30 September 2020, I followed up for an update via IRO, “Has there been any update…it has been over 2 days since contact was made with [CCI]. As I've mentioned,… I am anxious to move forward with a positive return to work plan involving my health professionals... 

From my end, I have done everything possible to reason and resolve the issue of unsafe work practices causing risk to health, both with executive managers in my work unit and with HR since 2 July 2019. 

It was the first time in almost 20 years I had to explicitly ask for support. Instead, I have sustained worse injuries because HR took severe adverse action that has been traumatic. They had a legal obligation and a duty of care to take my complaint seriously and follow established policies and procedures for a transparent, fair and safe outcome for all. 

My only hope now is that the insurer will support my need for safety from harassment, to assist my recovery, as well as compensate me financially because I have used all my leave entitlements … in attempts to reason and communicate for a fair and respectful outcome… 

Even now, that I am waiting for the insurer to take the next step, I have continued to experience serious harassment by a HR executive. My factual report for the insurer clearly states that it is due to this HR manager's unethical actions that caused me to apply for workers compensation. She has posed safety risks not only to me, but through her adverse actions, to my entire family…

I depend on the insurer's support now, to collaborate with my trusted health professionals…so a return to work plan is put in place with clear expectations from all parties to communicate, cooperate and collaborate to assist me…

Through these reports they should also be aware that I have been deliberately marginalised and isolated by HR and have been denied a support network, either an advocate or pastoral ministry support. I have been denied my human rights entirely. I need support for safe and positive steps forward… I depend on the insurer to be fair toward me now, so I can recover and return to my work quickly...”

The response from IRO includes,

“In our phone conversation I explained to you that you should complete the attached claim form and return it to your insurer who then has 21 days in which to make a liability decision about your claim for weekly payments.”

NOTE: Why are the rules “flexible” regarding compliance from insurers and employers?! Why was that claim form not enforced on the employer / self-insurer from the start of the claim? The fact that they withheld that claim form, and the fact that no one was decent enough (I’m talking about the NTEU), to inform me of this form, and that it is THIS FORM that apparently triggers the 21 day decision deadline? 

The claim started the day I submitted the first certificate of capacity! That was 22 May 2020! Why is it OK with regulators, for employers and insurers to not comply with 21 day deadlines? Imagine if it it were the employee! 

That claim is still incomplete by the employer, never processed by Catholic Church Insurance, and I was NEVER PAID WEEKLY PAYMENTS AT 95% OF MY SALARY SCALE AS PER NSW STATE INSURANCE REGULATORY AUTHORITY REGULATIONS! Check the date this post is published to the date the claim form was provided and submitted! 

The workers compensation fraud has caused SEVERE FINANCIAL DAMAGE. 

The IRO employee also wrote: 

“I also suggested that you consider lodging a stop bullying order via the Fair Work Commission and I have included the link below.

https://www.fwc.gov.au/disputes-at-work/anti-bullying”.

See my blog posts about Stop Bullying Orders and the systemic abuse to deter workers from attempting this application in the Fair Work Commission. And given Deepinder Miller had already committed medical fraud by having prepared a 7-page report based on a consultation that NEVER TOOK PLACE, they were prepared, “just in case” I took this action. They had an evil corrupt game plan to cover all bases in sabotage and perversion of justice.

Here are the links if I took IRO’s advice with that fob off. WHAT DOES SAFEWORK NSW DO? 

http://mystory-myvoice.blogspot.com/2025/05/the-unfair-work-commission-denying.html

http://mystory-myvoice.blogspot.com/2025/07/the-unfair-work-commission-denying.html

http://mystory-myvoice.blogspot.com/2025/07/the-unfair-work-commission-denying_31.html

This post is based on document 99. I was failed and left unprotected and unsafe, while experiencing fraud as wage theft by EVERYONE. There was complete negligence, while I made beyond reasonable efforts, requesting cooperation by insurer / employer to recover at work. Some of my posts so far have examples. All of this comes from documented evidence, like emails. 

Where is there a legislative clause that insurers and employers are exempt from the same laws? And what do regulators get paid to do? 

—————————————————

Here is SIRA NSW’s information about weekly payments - https://www.sira.nsw.gov.au/workers-compensation/what-you-can-claim/weekly-payments. 

But SIRA NSW are so incompetent and unprofessional that they STILL HAVE NOT enforced compliance on the corrupt self-insurer to provide me with weekly payments. I’m begging for my legal entitlements. FOR YEARS. Even something so simple as paying me my legal entitlement of weekly payments for some financial relief at the present time, after years of gross negligence from SafeWork NSW, SIRA NSW and the workers compensation scam generally, has caused me tears and trauma! 

SIRA NSW are the most useless, disgraceful and dodgy regulator in Australia. They are responsible for causing me to suffer years of gaslighting and systemic abuse. Years of psychological, professional and financial abuse. Years of defamatory reports. Complete slander, like the initial malicious gossip and vexatious smear campaign wasn’t enough psychological abuse in the workplace. 

So it’s very important for me to write my story of what I was put through, unnecessarily. Extreme abuse and trauma caused by dodgy idiots in top jobs in the likes of the NSW State Insurance Regulatory Authority and the NSW Government.

The IRO employee wrote that I “look after myself”. HOW IS THAT POSSIBLE, WITH WHAT I AM BEING PUT THROUGH BY THIS ENTIRE ABUSIVE SCAM CALLED NSW WORKERS COMPENSATION! 

The Unfair Work Commission - denying employees their generally protected rights - Part 3

"When injustice becomes law, resistance becomes duty." 

Thomas Jefferson

There are two cases I will briefly mention in part 3 in this ongoing attempt at procedural fairness in a case of power imbalance and adverse action.  

My aim is to highlight some serious flaws in the system that would deter any employee from taking a serious matter of adverse action to the Fair Work Commission. This included medical fraud from “practitioners” AHPRA would do well to finally investigate and HR employment relations staff in large organisations, who have a game plan in adverse action and resources to carry out the unlawful plan.

That tactic has now become common knowledge. It needs to be addressed, along with serious misconduct, and the collusion and complicity involved to carry out such serious misconduct targeting employees who requested generally protected workplace rights under the Fair Work Act. 

Employees should not have to “lawyer up”, with law firms quoting a starting cost of $40,000, and more, depending on how “obstructive” and “aggressive” the employer gets. What … the … hell? 

To take a non-existent matter to the Fair Work Commission, be forced to spend money you’ve worked honestly and hard for, that’s money earned to keep the roof over your head, pay bills, food, health and other cost of living expenses, support your family etc. 

How is it fair to allow employers with resources (that should be put to better use, for the common good), to target employees in such human cruelty and force them to play strategic war games to save their livelihoods, families and their good name? 

Since when did Australians become so inhumane and cruel? We should be able to respectfully seek assistance for a safe work issue and not fear retaliation, adverse action, victimisation, ostracism, mobbing, and in extreme cases (like mine), psychological terrorism!

Ironically, for requesting some agreed boundaries for a psychosocially safe work environment! An extremely reasonable request and a WHS legal obligation! 

WAKE UP SAFEWORK NSW! 

I will point out the concerns I had with this ongoing case that continued into 2021.

The first issue I’d like to point out is the one in:

Krcho v University of New South Wales t/a UNSW Sydney; Hiss, Allen and Scott [2021] FWC 1653 (16 April 2021).

https://www.fwc.gov.au/documents/decisionssigned/html/2021fwc1653.htm

In April 2021, there was an appeal for a denied request for a Stop Bullying order. This document states that the decision to deny the appeal was not reflective of the merits of the complainant’s bullying allegations, which were not considered in this instance, but was based on him no longer being employed at the workplace and being unable to be subject to the risk of continued bullying at the workplace. Refer to [37] in the case cited above. 

In other words, the complainant was bullied and systemically abused out of the workplace. Given the denial of the initial stop bullying order, this clearly shows systemic failure. What hope do any of us have, in applying for a stop bullying order, with such abuse of power in the university sector targeting employees? 

In such cases, the bully is the employer! As adverse action! It ceases to be about a colleague at the local level relentlessly bullying another colleague.

Why aren’t SafeWork regulators investigating and ordering compliance to stop psychosocial hazards, which I thought was their core business? 

No one being abused by HR executives, who have an abundance of resources, should be expected to go through more power imbalance and systemic abuse that causes more harm and risk to health, safety and wellbeing of workers!

Another appeal for a denied request for a Stop Bulying order was made in August 2021. Refer to:

Dr Daniel Krcho v University of New South Wales t/a UNSW Sydney; Lucian Hiss; Phil Allen; Karen Scott [2021] FWCFB 5113 (18 August 2021).

https://www.fwc.gov.au/documents/decisionssigned/html/2021fwcfb5113.htm

It was denied again, the decision maker being a Vice President of the Fair Work Commission. My concern with this one is the possibility for an undisclosed conflict of interest. I’m not alleging any wrongdoing by the Vice President of the FWC. However, the fact that he was a former senior partner of Clayton Utz legal, would such a conflict of interest have been disclosed, given R. Christmann enlisted Clayton Utz lawyers to unlawfully intimidate my family “on behalf of the university”, and Clayton Utz did the same to me in February 2021, when I made a complaint to SafeWork NSW and included three colleagues as witnesses?

After all, I was being ostracised under workers compensation regulations, psychologically terrorised and mobbed while Rena Christmann continued to harass me when I had demanded her to stop. I tried to legally restrain her. But no one protected me or kept me safe from the offender and cause of my claim, especially Safe Work NSW. (See http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html; http://mystory-myvoice.blogspot.com/2025/07/the-workplace-harassment-continued.html; http://mystory-myvoice.blogspot.com/2025/07/intimidating-family-as-community.html; http://mystory-myvoice.blogspot.com/2025/07/q-workplace-solutions-misinformation.html). 

The letter from Clayton Utz was another aggressive and illegal “scare tactic” to deter me from taking my matter to the Fair Work Commission. My GP told me to forward the letter to the IRO funded workers compensation solicitor, as they shouldn’t be harassing me, especially now, under workers compensation regulations. What’s shocking was that Matthew Condello of Clayton Utz had the arrogant audacity to tell my IRO funded workers compensation solicitor that I was to “refrain” from contacting my colleagues. 

What’s more shocking is that the workers compensation solicitor asked me, “What did you do?” I replied, “I haven’t done anything. They are the perpetrators of abuse.” 

The victim gets blamed again, like always, and I’ve had a gutful of having to convince lawyers meant to represent me, of the truth, when they are not even willing to view my records of evidence that supports what I’ve said and been through. 

WHAT DID YOU DO? 

How disgusting. What assumptions were made, by IRO funded workers compensation solicitors? 

BUT IRO AND SIRA NSW AND SAFEWORK NSW DID NOTHING TO STOP THE ABUSE. 

And given today’s disgraceful and dismissive response from the Secretary of the NSW Department of Customer Service, Mr. Graeme Head, I will demand his resignation. I’m shaking, living in fear, still isolated and alone, while the crime of workers compensation fraud as adverse action from the self-insured employer continues. Everything I worked hard for is being stolen. Graeme Head is getting paid well, to do the stealing. He’s done nothing to earn his lucrative salary in his lucrative job. 

What game is the Minns government playing with the lives and livelihood of simple, hardworking people? With me, Chris Minns chose to embroil me in his dirty political games. And I’m going to write about it. 

————————-

I have not viewed the records still in Austlii, below. I’ve said what I had to say about the Fair Work Commission. 

29 January 2021

Dr Daniel Krcho v University of New South Wales t/a UNSW Sydney [2021] FWCFB 350 http://www.austlii.edu.au/cgi-bin/viewdoc/au/cases/cth/FWCFB/2021/350.html

1 February 2021

Dr Daniel Krcho v University of New South Wales t/a UNSW Sydney [2021] FWC 140 http://www.austlii.edu.au/cgi-bin/viewdoc/au/cases/cth/FWC/2021/140.html

Q Workplace Solutions - Misinformation and False Advertising

“You shall not bear false witness against your neighbour”. 

Exodus 20:16

This is an extension to my family's compilation of records. I compiled the Testimonials and "Values" of Q Workplace Solutions, because again, process corruption was hiding in plain sight.

John Adams wrote a brilliant article on Process Corruption for Michael West Media. Here is the link:

https://michaelwest.com.au/process-corruption-no-brown-paper-bags-but-just-as-bad/

I have no desire to revisit the website of Q Workplace Solutions. Other than my own trauma avoidance caused by this unethical company, things can get removed from websites as "cover ups" begin. That's why I had no choice but to play a "strategic game" of being one step ahead of their cruel "game plan". 

There are other testimonials from corporate clients, ones that, I’ve read in writings from other victims of systemic abuse and collusion of greater abuse of power, have been a cause of harm to them. That's their story to tell. Sadly it’s become a common one. 

The main definition of bullying is, after all, a repeated pattern of behaviour. This repeated pattern of organisational bullying behaviour that involves corporate collusion against innocent workers, has become too obvious to ignore. 

Don't you think, Albanese Government?  

My anger and personal, unnecessary experience of unjustified harassment and unlawful menacing tactics, against an entire family, are with Clayton Utz. Let's view the testimonials from partners in Clayton Utz. 

Where are the "testimonials" of individuals who were targets or witnesses of workplace abuse? What I am clearly seeing in these testimonials are prime examples of process corruption.

Clayton Utz “partnered” with Q Workplace Solutions, “on behalf of the university” and R. Christmann to cause WHS harm to an entire family. A good family. The university had a legal obligation to ensure the safety, health and wellbeing of this family, not intentionally cause harm to them. Read http://mystory-myvoice.blogspot.com/2025/07/intimidating-family-as-community.html

 

 

 

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When are lawyers, breaching their own ethics, going to be the ones legitimately investigated and held accountable for such sham dealings (including ones like “Paula”, who started this “investigation business”, but doesn’t actually conduct investigations)? 

Now let’s view this company’s “Values”. Does this company’s conduct align to their publicised values? 

My screenshots include my annotations and highlights. This is part of my compilation of documents. It reveals the bigger picture of what’s been happening, for too long. The sum of the parts is what makes up the whole story.

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Image 5 - Ethical challenges? 

Image 6 - Avoid conflicts of interest?

Image 7 - Procedural fairness? How so? 

Image 8 - Investigations that are “honest and incorruptible”…by engaging in process corruption!!!???

Image 9 - there was NO RESPECT OR EMPATHY towards my entire family!
Q Workplace Solutions colluded in causing WHS and Wellbeing risks to my family by putting their name on fraudulent reports!

Image 10 - I’m speechless

Given that suicide prevention is strong on my agenda, someone has to speak up. I’m trying to prevent other families from going through the tragedy we experienced. 

Q Workplace Solutions and “friends” showed zero respect or empathy toward my family. Their unconscionable conduct is destroying lives, livelihoods and families! They are destroying the lives of innocent people just trying to do their jobs! 

In my opinion, this calls for a senate inquiry into such sham investigations. I’ve connected with several other victims in the sector who have been targeted by the same “players”. How many has this happened to? 

Intimidating a family as “community engagement”

 “Law; an ordinance of reason for the common good, made by him who has care of the community.” 

Thomas Aquinas

My family were also victims of harassment, intimidation, privacy violations and bullying by managers and senior executives of the university. Their documents tell the story of their experiences, which I summarise below: 

• My family (two members of the general public) made their own formal complaint, for abuse, harassment, intimidation, violation of privacy, violation of their personal boundaries and intimidation with intent to silence them. This started when they submitted a detailed letter of complaint to the then Provost / now VC. The Provost redirected the serious complaint to the complaints portal. It was ultimately given to Rena Christmann, national manager of employment relations and safety, for its “operational management”. She was the very offender of serious WHS violations, that I had requested via Catholic Church Insurance and other agencies, to stay away from me and my family. And yet, the leader of the university put us right back into the hands of the biggest perpetrator. (See http://mystory-myvoice.blogspot.com/2025/02/introducing-corporate-psychopath.html). 

• The manager of my unit had inflicted the above violations, upon my family for years, both personally in my family’s home or on the phone, including after business hours, at night. This occurred especially at times of illness and death, including the morning after my dad’s suicide.

• Regarding my family’s formal and serious complaint, in well over four months, and after my family had made repeated attempts for updates on how their complaint was being handled and progressing, they only received one email with information from Ms Christmann – being that Q Workplace Solutions would be investigating their complaint. Ms Christmann never contacted my family to (respectfully) speak with them regarding the entire matter.

• Q Workplace Solutions never contacted my family to interview them regarding the particulars of their complaint, or to discuss anything to do with the matter. There was no contact made by them, at all.

• After four months had lapsed, my family sent Ms Christmann an email informing her that keeping my family in the dark for four months was abuse. They requested that Ms Christmann was not to contact them from now, and they would find another way for the complaint to be investigated. This email was sent to Ms Christmann at about 9pm. The following morning at about 7am, Ms Christmann sent an email informing them that they will receive some response by the following week, and proceeded to provide lies and excuses as to why the delay. The usual bullshit.

• My family sent Rena Christmann a final email, telling her that she disrespected their request to not contact them again as it was too late and they would find another way to have the serious complaint investigated.

• My family called Q Workplace Solutions to enquire how they conducted the investigation. They were told by this company that they could not speak with them because they weren’t the client, only the university was the client. (Note: Um, WTF? How is this ethical, respectful and an impartial, transparent and a proper “process” to ensure procedural fairness? How unethical is Q Workplace Solutions, for having become the “go to” in process corruption, as other victims in the university sector, have also experienced, as we are all discovering? Read https://michaelwest.com.au/process-corruption-no-brown-paper-bags-but-just-as-bad/). My family were told to speak with the university instead. 

My family had initially called Q Workplace in the morning and were instructed to call back in the afternoon. The fore mentioned was the response in the call back. This company is playing cruel games with community members who are victims of abuse and harassment in a publicly funded university. This is a serious WHS issue! 

Also, when my family called in the afternoon, they knew their name and that their case was with the university. My family had not disclosed these details in the initial call that morning. My family were told (verbatim): “… we know you’re not going to like this, but we’re not permitted to speak to you at all, because you’re not the client, [the university] is the client.” 

How is this an independent investigation? It is not! 

• Not long after, [the university] force upon my family, via email, the Q Workplace Solutions outcome of the investigation, and a letter by Rena Christmann (forced on my family) via law firm, Clayton Utz Lawyers, by a Matthew Condello. The lawyer via this firm, ordered my family, community members, the public, including an alumnus, who had a RIGHT to make a formal complaint, not to speak directly with [the university] but only through the law firm. Get lost, Matthew Condello of Clayton Utz law firm, for thinking people don’t know the law and their rights, especially from a law firm with a reputation of such unethical (and likely illegal) conduct. Stay away from my family! 

The public have a right to know how this publicly funded university “handle” serious complaints of staff and senior executive staff misconduct for harassment and privacy invasion, including unauthorised access to private text messages. And now, it’s so much worse. Using a carriage service to menace, harass and intimidate community members for making a formal complaint to a university. 

What does the VC have to say, in how this complaint was handled, under his leadership? 

What does the Chancellor have to say? It has taken a heavy personal toll on this family. Is he OK with this serious misconduct? Because sadly, it gets worse. 

The alleged report from Q Workplace Solutions, generally accused my family of lying about everything, that they could not prove anything and as far as Q Workplace Solutions and [the university] are concerned, this matter is closed (nb. The investigator’s name and signature appeared nowhere on the report).

• Allegations for which there were witnesses were dismissed, as much as things with no witnesses were dismissed, outside my family. Allegations for which there were specific dates / times were dismissed, as much as things without specific dates / times. Allegations in the family’s direct knowledge were dismissed as much as things that weren’t in their direct knowledge. Regarding my manager coming over to my family home on the morning after my dad’s death by suicide, ambushing my mother with questions about when I’ll be returning to work (only 12 hours after my dad’s sudden and shocking death for us), my family were in double shock with this distressing behaviour for them. 

• In the attached letter by Ms Christmann, via this law firm, she informed my family, after the event, that K.T. from Q Workplace Solutions, investigated, and found that there was nothing to investigate and for [the university], there was no misconduct. This investigation sham was then followed with Ms Christmann proceeding to attempt to bully my family to not speak to anyone about their complaint and anything about the way it was managed, because they’re “bound by confidentiality laws” (Note - can someone cite the clause in legislation that states this?). 

• After six months, my family did reply to Mr. Condello at Clayton Utz, regarding the harassment, intimidation and bullying tactics used to coerce members of the community into forced silence. 

It is all compiled in Document 100. 

This is the truth about process corruption and the sham that is an internal or “independent” investigation “organised” by an offending employer. 

If this university consider such serious misconduct and breach of WHS codes “risk management”, it is NOT community engagement that is part of the University’s IDENTITY AND MISSION. Nor is this conduct aligned to the STAFF CODE OF CONDUCT. 

Criminal Code Act 1995 (Cth). S11.2-11.4 

https://www5.austlii.edu.au/au/legis/cth/consol_act/cca1995115/sch1.html

Work Health and Safety Act 2011 (NSW). S27-29 and S31 

https://legislation.nsw.gov.au/view/html/inforce/current/act-2011-010#sec.27

Work Health and Safety Regulation 2017 (NSW). Div. 11 Psychosocial risks

https://legislation.nsw.gov.au/view/html/inforce/current/sl-2017-0404#ch.3-pt.3.2-div.11

References of the repeated history of Clayton Utz legal’s unethical conduct

Example One

Clayton Utz lawyer dismayed at smoker damages finding. (2002, April 16). Australian Associated Press.

Clayton Utz shreds evidence and reputation at same time. (2002, April 22). The Lawyer.

Clayton Utz to be investigated, Law Institute. (2002, April 12). Australian Associated Press.

Clayton Utz will not defend tobacco companies against smokers. (2002, July 18). ABC News.

Klinger, P. and Boyle, J. (2002, April 17). Drop Clayton Utz, say doctors. The Australian Financial Review.

Kremmer, C. (2002, May 3). Clayton Utz Drops Out Of Tobacco Case. Sydney Morning Herald. 

Pheasant, B. (2002, April 24). Clayton Utz to run ethics audit. The Australian Financial Review.

Pheasant, B. (2002, July 19). Clayton Utz abandons tobacco work. The Australian Financial Review.

No moral judgements in lawyers' advice - Clayton Utz head. (2002, August 5). Australian Associated Press.

Schmidt, L. (2003, April 10). Clayton Utz v. the media. BRW.

Shiel, F. (2002, June 26). Clayton Utz tipped to lose state work. The Age.

Shiel, F. (2002, July 19). Clayton Utz dumps tobacco industry litigation. The Age.

Simons, M. (2022, August 4). Lawyers not moral judges - Clayton Utz chief. Sunday Age.

Skulley, M. (2002, June 27). Vic panel omits Clayton Utz. The Australian Financial Review.

Spencer, M., Keenan, A. and Legge, K. (2002, May 3). Clayton Utz quits case. The Australian.

Towers, K. and Lindsay, N. (2002, April 19). Clayton Utz denies pressure. The Australian Financial Review.

Example Two

Montgomery, G. (2005, September 9). Clayton Utz in hot water over witness. The Australian. 

Montgomery, G. (2005, September 16). Clayton Utz trio facing inquiry. The Australian.

Example Three

Alberici, E. (2006, December 21). Law firm Clayton Utz faces criminal investigation; Law firm giant under investigation. ABC Transcripts.

Drummond, M. and Moran, S. (2006, December 21). Clayton Utz faces criminal probe. The Australian Financial Review.

Example Four - Fair Work Commission 

Clayton Utz congratulates Joe Catanzariti on appointment to Fair Work Commission. (2013, April 3). Mondaq Business Briefing.

Example Five - Another example of the Revolving Door 

Leading government partner to join Clayton Utz in 2016. (2015, December 18). Mondaq Business Briefing.

Example Six

AMP and Clayton Utz surrender in ASIC court battle over failure to produce documents. (2019, March 11). Contify Investment News.

ASIC challenges AMP and Clayton Utz over failure to produce documents. (2018, December 17). Contify Investment News.

Frost, J. (2019, March 12). AMP and Clayton Utz roll over for ASIC. The Australian Financial Review.

Fullerton, T. (2018, April 24). What will ASIC make of Clayton Utz links in the bank royal commission. The Australian.

Gibson, G. (2018, April 27). AMP and Clayton Utz chancing their arm. The Australian Financial Review.

Gluyas, R. (2018, April 30). AMP to defend Brenner over Clayton Utz report. The Australian. 

Han, M. (2018, April 19). Clayton Utz caught up in misleading ASIC. The Australian Financial Review.

Han, M. (2018, April 20). AMP counsel feels heat over Clayton Utz report. The Australian Financial Review.

Han, M. and Pelly, M. (2018, December 18). ASIC takes AMP, Clayton Utz to court. The Australian Financial Review.

Khadem, N. (2018, December 17). ASIC challenges AMP, Clayton Utz on documents relating to fees-for-no-service scandal. ABC News.

McIlroy, T. (2018, May 4). Clayton Utz part of law draft outsourcing trial. The Australian Financial Review.

Merritt, C. (2018, April 22). Clayton Utz clears the air on AMP report. The Australian.

Merritt, C. (2018, April 26). Banking royal commission: Clayton Utz ready for ‘real story’ on AMP report. The Australian.

Merritt, C. (2018, May 4). Clayton Utz suffers collateral damage. The Australian.

Merritt, C. (2018, July 27). Clayton Utz in firing line as Four Corners drops the ball. The Australian.

Thomson, J. (2018, September 29). AMP may have misled ASIC on amended Clayton Utz report. The Australian Financial Review. 

The workplace harassment continued - September 2020

“Social justice can be obtained only in respecting the transcendent dignity of man. The person represents the ultimate end of society, which is ordered to him: 

What is at stake is the dignity of the human person, whose defense and promotion have been entrusted to us by the Creator, and to whom the men and women at every moment of history are strictly and responsibly in debt.”

Catholic Church. (1997). Catechism of the Catholic Church. (2nd ed.). Libreria Editrice Vaticana. (para.1929). Online: https://www.vatican.va/archive/ENG0015/__P6O.HTM

On 21 September 2020, I received another email from R. Christmann, which I sent to my nominated treating professional and the union branch organiser, asking for help to end the harassment. 

To the former, I wrote, “Yet another Monday morning, harassed by the “person” behind HR [notifications email]. I refuse to view because it’s counter-productive, as usual, and I feel a deliberate attempt to continue taunting me…”. 

To the latter, “… please call me. I don’t know where my case is at. No one is telling me anything. My human rights have been completely denied. Perhaps call me so I can let you know what I’m doing on my end. But immediately put a stop to the harassment by Rena Christmann. That action is very serious for my safety and wellbeing. Thanks.”

Again, I had no reply from the NTEU. Lack of support was one of the worst factors leading to my work-related trauma and injuries.

I shared my suggestions with my treating professional, for a safe return to my work, had there been any communication, cooperation and collaboration from the self-insurer, Catholic Church Insurance, and employer. 

This was my voice in my own recovery, my right under workers compensation law, and my human right. CCI received my treating professional’s report, as they requested, and then proceeded to ignore it. Then they asked for another report with the same questions again. I realised they were using stalling tactics to allow the HR offenders to reach their unlawful outcome. 

Furthermore, I was forced to use all my annual and long service leave entitlements under workers compensation, while being mobbed by all, harassed by HR, my family being intimidated in emails by HR (via Clayton Utz along with Q Workplace Solutions, “on behalf of the university”), as well, and CCI withholding workers compensation benefits in collusion to fraud. 

Not long after this incident, I got the letter from the local court registrar with their “decision” regarding my APVO application against R. Christmann. 

(See: http://mystory-myvoice.blogspot.com/2025/07/apvo-court-registrars-response.html). 

It is now I try SafeWork NSW. 

The SafeWork NSW inspector, making assumptions the employer and self-insurer were compliant and doing the right thing (why would I call SafeWork NSW if that were the case), started fobbing me off to other government agencies, including the NSW Information Privacy Commission and Anti-Discrimination NSW. 

I didn’t want to be fobbed off to other government agencies. I wanted SafeWork NSW to use their power to stop the harassment by the biggest perpetrator and the reason why I finally made a workers compensation claim! That’s why I called to report it to SAFEWORK NSW! 

Mind you, there was one phone number for both SafeWork NSW and SIRA NSW, but two options provided depending whether it was a WHS issue or workers compensation. What happens when it’s both? For me, it involved both these things! So which option? I went with the SafeWork NSW option as I was being relentlessly harassed and I was in distress. It was a serious WHS incident.

Two shocking things were said to me by the SafeWork NSW inspector around this time: “All they’ll do is show me their policies and I don’t want to ruffle feathers” and that they felt “sorry” for me. I didn’t want a SafeWork NSW inspector’s pity! I wanted SafeWork NSW to use their powers to protect my safety at work! 

This post is based on documents 95-96. It displays adverse action for requesting generally protected workplace rights, being a member of an industrial association, prohibited workplace surveillance, privacy violations, discrimination, relentless harassment, deception, malicious and vexatious conduct that condones engaging in WHS breaches and creating psychosocial hazards, not managing the risks as the PCBU is reasonably expected to do so, BY LAW.

ESSENTIAL READING 

2025 Psychosocial Risks Now a Legal Priority: What NSW Employers Must Know About New WHS Laws and Union Powers - https://gdlaw.com.au/practice-areas/individual/psychosocial-risks-now-a-legal-priority-what-nsw-employers-must-know-about-new-whs-laws-and-union-powers/ 

I expect redress of ALL the harm SAFEWORK NSW caused me for over FIVE YEARS. 

The National manager of employment relations and SAFETY and her WHS staff violated my privacy, including intercepting my emails to the National Tertiary Education Union reps, using a carrier to harass and menace me AND my family, and more. 

The National Tertiary Education Union agreed to collude in these WHS offences! They DID NOT even report it to SAFEWORK NSW! 

How are leaders in the NTEU going to be held accountable in my case, and that of many others, that I’m sure, have their own stories of deliberate harm? 

To quote from the blog post: 

“Under the new laws, unions can now bring criminal prosecutions against employers for WHS breaches — including those involving psychological harm. This introduces a new and potentially adversarial enforcement pathway.

While unions must:

• First consult with SafeWork NSW, and

• May only prosecute if the regulator declines to act…

Psychological health is now front and centre in workplace law. With enforceable standards under Section 26A and unions empowered to prosecute, the risks of non-compliance — legal, reputational and operational — have never been higher.

If your workplace isn’t actively managing psychosocial hazards, it’s not just a wellbeing issue — it’s now a legal liability.”

I finally expect to see this accountability in action. 

R U OK Day + NDAs = creepy psychological thriller - September 2020

“My message is clear: no one should suffer in silence and we will back workers and give survivors the voice that they deserve.” 

Angela Rayner, UK Deputy Prime Minister

On 11 September 2020,  I replied to my union rep, from whom I had received an email that they cannot communicate with me anymore and I’m not to talk about it with others. Via their NTEU email address, I wrote, 

“In society, of course no one can be a support, let me know I’m valued and people actually care about others on a human level. I’ve been alone and isolated for over a year for something that should’ve been resolved efficiently, and emotionally abused by those that should’ve ensured a safe work environment…

Patch Adams said the biggest disease in society is indifference. I’ve dealt with enough broken systems, bureaucracy until you give up, incompetent staff, government customer service, privacy breaches and medical negligence covered up, and pure evil … All this has made me feel disgusted in humanity. That’s how confronting and frightening my experience has been…Battling on my own. For kindness, peace, fair outcome, respect and dignity for each human person…

This is not the Australian society I once knew.”

As I mentioned, from their NTEU email, they wrote something to the effect of not speaking to anyone and the less people know the better. I don’t know what coercion was involved here, but BULLSHIT! 

THE MORE PEOPLE KNOW, THE BETTER! 

These are “leaders” engaging in reckless conduct with intent to cause harm! 

What did Rena Christmann threaten the union with to get their silence and collusion? 

How dare the National Tertiary Education Union agree to collude in allowing harassment and wage theft via workers compensation fraud towards a member! 

In 2020, the R U OK? National day of action was on Thursday 10 September 2020. Look what was being done to me by senior executive “leaders” and now the NTEU, all because I requested some agreed boundaries for a psychosocially safe work environment! 

Would anyone be OK if they were being subjected to this level of psychological terrorism, ironically, during the week of R U OK?’s national day of action? 

It was an extremely lonely, creepy and frightening time given the incidents surrounding this “campaign”, especially the scary email from my union rep. That was the start of the NTEU mobbing, gross negligence and reckless conduct to its professional member. 

On 12 September 2020, a former colleague posted on Facebook about RUOK? Day. It was from the official campaign, “I’m checking in to make sure you’re OK.”

I replied in a comment that I’m not ok and why. The response had me shaking like I was living a real life psychological thriller movie. It was a real life thriller story. The reply that they don’t know the organisation and never worked there is now obvious to me that a non-disclosure agreement was likely signed. But at the time, it was extremely traumatic for me, and escalated my distress and fear to a very high level. 

I was begging for support. I was scared! And given this incident, unless we stop NDAs that cover up organisational misconduct, like the bill proposed in the UK, RUOK? will continue to be a brand with no substance in relation to workplaces. 

Support means taking the actual time to have a coffee with someone, and standing by their side and speaking up to stop workplace abuse. How can so many people in society be so unconscionable, so indifferent and so inhumane? How could the NTEU engage in such serious misconduct when the two issues of focus in their campaign are an end to wage theft and WHS in the university sector? 

On 15 September 2020, my family received a very intimidating email from Rena Christmann’s friends at Clayton Utz and Q Workplace Solutions. That requires a post on its own, maybe more, given the undisclosed conflicts of interest and collusion. 

It really is a network of strategic alliances to target staff in the most immoral adverse action. And given it’s repeated behaviour from key individuals at an institutional level, the more people know the better, because it’s psychological violence against many staff and families by employers as ADVERSE ACTION FOR REQUESTING GENERALLY PROTECTED WORKPLACE RIGHTS! ENOUGH ABUSE. 

WAKE UP SAFEWORK NSW! 

This post is based on document 101. It displays adverse action for requesting generally protected workplace rights, being a member of an industrial association, prohibited workplace surveillance, privacy violations, discrimination, deception, malicious and vexatious conduct that condones engaging in WHS breaches and creating psychosocial hazards, not managing the risks as the PCBU is reasonably expected to do so, BY LAW. 

Banning NDAs

The UK Parliament has moved to ban the use of non‑disclosure agreements (NDAs) as tools to silence victims and witnesses of workplace harassment, sexual misconduct, discrimination, and abuse.

Amendments to the Employment Rights Bill (tabled in early July 2025) will render any new NDAs or confidentiality/non‑disparagement clauses null and void if they’re designed to silence workers about harassment or discrimination.

Key voices for this bill are:

• Deputy Prime Minister Angela Rayner: Emphasised the need to end victims being “forced to suffer in silence”;

• Employment Minister Justin Madders: Asserted the changes will empower millions of workers to speak out freely;

• Labour MP Louise Haigh (and others): Hailed it as a fulfillment of reform promises that previous governments didn’t deliver.

This aligns the UK with other jurisdictions (some U.S. states, Canada, Ireland) that have taken similar steps. What action has the Australian government taken to do the same? NOTHING SO FAR. 

The amendments are making their way through the legislative process. If passed, it will become law by the end of 2025.

The UK’s ban on abusive NDAs is a major step forward in protecting workers’ rights and promoting transparency and accountability in workplaces across the country. It ensures that no employee or witness can be legally gagged about legitimate claims of harassment or discrimination.

References and Resources

Crerar, P., Elgot, J. and Bawden, A. (2025, 8 July). ‘UK bosses to be banned from using NDAs to cover up misconduct at work.’ The Guardian. [Online]: https://www.theguardian.com/law/2025/jul/07/uk-bosses-to-be-banned-using-ndas-cover-up-misconduct-work

Siddique, H. (2025, 8 July). ‘Labour has delivered where Tory ministers did not on NDA rules.’ The Guardian. [Online] : https://www.theguardian.com/politics/2025/jul/07/labour-delivered-where-tory-ministers-did-not-non-disclosure-agreement-pledge-metoo

R U OK? Resources for workplaces - https://www.ruok.org.au/work